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No you can not unless you've signed a contract allowing your organization to do so. An unauthorized transfer can be considered as constructive dismissal.

Regardless of this, a unilateral transfer to a similar position (by way of example, a lateral transfer in the duration of a restructuring) is generally acceptable.

An employer cannot cancel or substantially alter your group health benefits without giving you reasonable notice, unless the conditions of your employment contract or the Employee Handbook conditions benefits can be modified or cancelled without notice.

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Monetary benefits are more complicated, because they're governed by pension legislation and other common law fiduciary obligations.

Depending upon the nature of the offender, both human rights laws and current health and safety amendments protect you from workplace harassment by co-workers, managers/supervisors and other specified people.

You must report the harassment to a supervisor /manager in school or, in the event the supervisor/manager is the party that is harassing, to management or into the HR department.

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Whether you are paid yearly salary, then you're usually eligible for overtime pay of at least one and half times your regular rate for each hour of work in excess of 44 hours in each work week. There are exclusions - such as if the type of job you do is managerial or supervisory. .

There's not any predetermined quantity of verbal or written warnings necessary to fire you. It will be based upon the essence of the your conduct which the employer viewpoints as"just cause." However progressive discipline must precedes just cause for termination because of poor performance.



Yes. However discipline would generally be required as well as regard to the terms of the job contract.

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In the event the length of time you are can not perform the critical duties of your occupation as you are absent navigate to this website due to sickness is prolonged, you could be fired - but only following your employer equally takes the facts in your situation into consideration and obtains adequate medical documentation to show that you cannot go back to function in the foreseeable future.

You're entitled to be reinstated to the position you held prior to the leave, whether it exists, or to a comparable position, if it does not. However, if the employer can demonstrate that the work standing legally no more exists (i.e. an overall downsizing for economic reasons), the entitlement to get your work back does not apply. .

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Subject to the terms of an employment contract, you are entitled to, at minimum, statutory notice of termination or pay in lieu and severance pay as provided by the

An employee will be eligible for common law visit site notice in an amount that's higher than the statutory minimums, depending upon a variety of factors, such as his age, length of standing, income and service. However, common law notice involves the statutory minimums.

Normally, the Courts do not tend to impose non-competition agreements unless it's in the context of the sale of a company where the vendor continues to work for the purchaser. However, depending upon the agreement is payable, the Courts will apply a non-solicitation agreement, the employee is terminated or voluntarily resigns, whether. .

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In all circumstances, Huggins says available remedies will depend on your specific fact situation, and independent legal counsel is advisable prior to signing a discharge or agreeing to a settlement. In a unionized environment, lots of the problems discussed previously like advantage changesdiscipline and seniority might be controlled by the agreement. .